Staff moving from one post to another in the same pay band will enter the band at the same incremental point. In accordance with the Agenda for Change Terms and Conditions of Service TCS Handbook Section 6, there is currently no flexibility to appoint staff on a higher increment at this stage.
The incremental date will remain the same.
Staff moving to a post in a higher pay band will enter that band at the minimum pay point or, if this would result in no pay increase (by reference to basic pay plus, if applicable, any Recruitment and Retention Premium) the first pay point in the band which would deliver an increase in pay.
Where there is an overlap between the bands staff will be moved up one increment. The incremental date for a promotion will change to the anniversary of the appointment to the higher band.
Staff moving voluntarily or otherwise to a post in a lower pay band in the same discipline (e.g. Nursing, Pharmacy) will enter the band at the point directly on the same point on the lower band as they had reached on the higher band where an overlap occurs within the bands e.g. the same salary. Staff who were earning more in the higher band will be placed on the top of the scale of the lower band.
Where staff move to a lower band in a completely different discipline e.g. Admin & Clerical to Nursing or vice versa the manager should take into account relevant NHS or direct experience in that field when deciding where the individual should be placed on the scale.
In such circumstances the incremental date will remain the same. NOTE: The principles relating to the provisions of the Trust’s Organisational Change Policy and the Pay Protection Policy will apply where protection arrangements are applicable.
Where staff move posts from one Trust to another within the same pay band the incremental date will follow from the previous organisation (subject to confirmation of an Inter Authority Transfer/payslip). The exception to this rule is where staff have had a break in service of one month or more, the increment date will therefore be 12 months from date of appointment.
For staff who move receive a promotion and move from a lower pay band to a higher pay band the increment date will change to the anniversary of the date appointed to that band.
Staff who “act up” to a higher pay band in accordance with AfC TCS Handbook, Section 6, paragraph 6.30 will be paid at either the minimum of the pay band or if this would result in no pay increase the first pay point in the band which would deliver an increase in pay. Acting up to a higher pay band should not normally be longer than 6 months or less than one month in duration.
Where acting up to a higher pay band results in only one extra pay point the incremental date will remain the same. Where temporary movement results in more than one extra pay point the incremental date for the period of the temporary movement becomes the date the movement began. Staff who revert back to their substantive post will retain their original increment date including any incremental progression where applicable.
If the post holder was to become successful in post following the acting up the incremental date will either remain the same or if more than one pay point was awarded the date the acting up began.
Irrespective of the pay band an individual is transferring in to, staff transferring from another Trust will initially be paid on the minimum of the appropriate pay band until confirmation of previous salary has been received. A final payslip may be used to determine incremental credit where the Inter Authority Transfer is delayed by one month or more. The original payslip must be provided to the Human Resources Department before amendments can be made.
Confirmation of previous NHS service must come from the previous NHS employer via an Inter Authority Transfer. To assist in this process managers are asked to ensure that new starter forms are completed accurately to ensure that previous service can be recognised by Payroll.
When confirmation of previous service has been received any necessary adjustment required will be backdated to the date of commencement.
Staff joining the Trust without any previous NHS service will normally start on the minimum pay point of the appropriate pay band taking into account transitional points. Staff will then work their way up the pay band in accordance with the rules on Career and Pay Progression, which are set out in Section 6 of the Agenda for Change NHS Terms and Condition of Service Handbook.
The incremental date will be the anniversary of appointment to the pay band.
In exceptional circumstances, it may be necessary for the Trust to offer new entrants to the NHS a salary above the minimum of the pay band to recognise relevant and comparable experience gained outside of the health service. In these cases, the Recruiting Manager (the manager responsible for recruiting to the post) must discuss the matter with their HR Business Partner in the first instance who will in turn seek approval from the Senior HR Business Partner.
The Recruiting Manager (manager responsible for recruiting to a post) must be able to justify the proposed course of action, including the impact on:
• Other staff already in post.
• Other staff outside the immediate unit/work area.
• Consistency locally.
The reasons and supporting evidence must be fully documented. Evidence may, for instance, be taken from the job description/person specification, the KSF profile for the job and the individual’s application form and references.
In the interests of equity, incremental credit will only be given for completed years of relevant and comparable experience equivalent to the level of the pay band in question, and not below it.
Incremental credit must not be used to address matters such as overcoming market forces or perceived staff shortages or to match current salaries.
Where agreement is reached on the new entrant to the NHS being offered a salary above the minimum of the pay band to recognise relevant and comparable experience, the Payroll department must be notified via a note in general information on EIS.
Staff returning to the NHS within one month will return to the point that they left providing they are returning to a like for like role.
Staff returning to the NHS after a one month period will normally start on the minimum pay point of the appropriate pay band, however, incremental credit for previous NHS or other outside experience equivalent to the level of the pay band in question, and not below it, may be considered. In such cases, the Recruiting Manager will, for example, need to consider the extent to which the individual has kept their continuous professional development up-to-date, or the extent to which any experience outside of the NHS is relevant and comparable.